DRUG-FREE WORKPLACE POLICY AND PROGRAM

In compliance with Article V of Republic Act No. 9165, otherwise known as the
Comprehensive Dangerous Drugs Act of 2002, and its Implementing Rules and Regulations and
DOLE Department Order No. 53-03, series of 2003 (Guidelines for the Implementation of a
Drug-Free Workplace Policies and Programs for the Private Sector), ____________INC. (the
Company), hereby adopts the following policies and programs to achieve a drug-free
workplace:
I.

COMPANY POLICY ON DRUG-FREE WORKPLACE

The Company explicitly prohibits:

The use, possession, solicitation for, or sale of dangerous drugs on company

premises or while performing an assignment.

Being impaired or under the influence of dangerous drugs away from the company,
if such impairment or influence adversely affects the employee's work performance,
the safety of the employee or of others, or puts at risk the company's reputation.

Possession, use, solicitation for, or sale of dangerous drugs away from the
company premises, if such activity or involvement adversely affects the employee's
work performance, the safety of the employee or of others, or puts at risk the
company's reputation.

The presence of any detectable amount of dangerous drugs in the employee's

system while at work, while on the premises of the company, or while on company
business. "Dangerous Drugs" include those listed in the Schedules annexed to the
1961 Single Convention on Narcotic Drugs, as amended by the 1972 Protocol, and
in the Schedules annexed to the 1971 Single Convention on Psychotropic
Substances as enumerated in the attached annex of R.A. 9165.

II.

COMPANY PROGRAM ON DRUG-FREE WORKPLACE

A. MANDATORY DRUG TEST

1. To ensure that only those qualified shall be screened and recruited to prevent the
detrimental effects (e.g. lower productivity; poor decision making; increased
accidents; more compensation claims; and reduced team effort) which drug use
and abuse may cause in the workplace, the conduct of mandatory drug test shall
be required for pre-employment.
2. The Company, will conduct drug testing to its employees to a drug testing center
duly accredited drug testing center by the Department of Health (DOH), as its
authorized drug testing laboratory.
3. The Company may also conduct drug testing under any of the following
circumstances:
i.

RANDOM TESTING: Officer/employees may be selected at random for drug testing

at any interval determined by the Company.

ii. FOR-CAUSE TESTING: The Company may ask an officer/employee to submit to a

drug test at any time it feels that the employee may be under the influence of
drugs, including, but not limited to, the following circumstances: evidence of
drugs on or about the employee's person or in the employee's vicinity, unusual
conduct on the employee's part that suggests impairment or influence of drugs,
negative performance patterns, or excessive and unexplained absenteeism or
tardiness.

iii. POST-ACCIDENT TESTING: Any officer/employee involved in a Near-Miss

incident or Work Accident under circumstances that suggest possible use or
influence of drugs may be asked to submit to a drug test. As defined herein,
Near-Miss means an incident arising from or in the course of work which could
have led to injuries or fatalities of the workers and/or considerable damage to
the employer had it not been curtailed. Work Accident refers to unplanned or
unexpected occurrence that may or may not result in personal injury, property
damage, work stoppage or interference or any combination thereof of which
arises out of and in the course of employment.

4. All drug tests shall employ, among others, two (2) testing methods, the screening
test which will determine the positive result as well as the type of the drug used
and the confirmatory test which will confirm a positive screening test. Where the
confirmatory test turns positive, the companys Assessment Team shall evaluate

the results and determine the level of care and administrative interventions that
can be extended to the concerned employee.
.
5. The Company shall inform the officer/employee who was subjected to a drug test
of the test-results whether positive or negative.
6. All costs of drug testing shall be borne by the Company.
B. TREATMENT, REHABILITATION, AND REFERRAL
1. An officer/employee who, for the first time, is found positive of drug use, shall be
referred for treatment and/or rehabilitation in a DOH accredited center. For this
purpose, the Company shall provide a list of at least three (3) accredited facilities
which an employee who was tested positive for drugs may choose from.
2. Following rehabilitation, the companys Assessment Team, in consultation with
the head of the rehabilitation center, shall evaluate the status of the drug
dependent employee and recommend to the employer the resumption of the
employees job if he/she poses no serious danger to his/her co-employees and/or
the workplace.
3. All costs for the treatment and rehabilitation of the drug dependent employee
shall be charged to his account. The period during which the employee is under
treatment or rehabilitation shall be considered as authorized leaves.
4. Repeated drug use even after ample opportunity for treatment and rehabilitation
shall be dealt with the corresponding penalties under R.A. 9165 and is a ground
for dismissal.

C. ADVOCACY, EDUCATION AND TRAINING

1. The Company undertakes to increase the awareness and education of its officers
and employees on the adverse effects of dangerous drugs through continuous
advocacy, education and training programs/activities to all its officers and
employees.
2.

All officers and employees are required to undergo an orientation/education

program before assumption of their respective duties. The program shall include
the following topics:
i.

Salient features of R.A. 9165;

ii.

Adverse effects of abuse and/or misuse of dangerous drugs on the

person, workplace, family and the community;

iii.

Preventive measures against drug abuse; and

iv.

Steps to take when intervention is needed, as well as available

services for treatment and rehabilitation.

3. To encourage all officers and employees to lead a healthy lifestyle while at work
and at home, the Company undertakes to conduct the following activities as often
as possible:
i.

Lifestyle

assessment

management,

stress

programs

on

management,

health
alcohol

nutrition,
abuse,

weight
smoking

cessation, and other indicators of risk diseases;

ii.

Health wellness screenings (e.g. blood pressure and heart rate,

cholesterol test, blood glucose, etc.);

iii.

Sports, recreational and fun-game activities; and

iv.

Other activities promoting health and wellness.

D. ROLES, RIGHTS AND RESPONSIBILITIES OF EMPLOYER AND EMPLOYEES

1. The Company shall ensure that the workplace policies and programs on the
prevention and control of dangerous drugs, including drug testing, shall be
disseminated to all officers and employees. The employer shall obtain a written
acknowledgement from the employees that the policy has been read and
understood by them.
.
2. The Company shall maintain the confidentiality of all information relating to drug
tests or to the identification of drug users in the workplace; exceptions may be
made only where required by law, in case of overriding public health and safety
concerns; or where such exceptions have been authorized in writing by the
person concerned.
3. All officers and employees shall enjoy the right to due process, absence of which
will render the referral procedure ineffective.
E. CONSEQUENCES OF POLICY VIOLATIONS
1. Any officer or employee who uses, possesses, distributes, sells or attempts to
sell, tolerates, or transfers dangerous drugs or otherwise commits other unlawful
acts as defined under Article II of RA 9165 and its Implementing Rules and
Regulations shall be subject to the pertinent provisions of the said Act.
2. Any officer or employee found positive for use of dangerous drugs shall be dealt
with administratively in accordance with the provisions of Article 282 of Book VI
of the Labor Code and under RA 9165.
F. MONITORING AND EVALUATION

1. The implementation of these policies and programs shall be monitored and

evaluated periodically by management to ensure a drug-free workplace. For this
purpose, an Assessment Team shall be constituted in accordance with D.O. 5303.

G. EFFECTIVITY.
1. The provisions of these policies and programs shall be immediately effective
after its ratification by the management and the employees representatives and
its posting in the companys bulletin board.

vvvvvvvvvvvvvv
Manager

DATE: __________________

____________________________
Employees Representative